Women’s Participation in Management and Leadership Positions in the Public Sector in Kenya: Closing the Gender Gap: Insights from gender audits

To assess the representation of women in Management positions within the Public Service, this study conducted a gender audit spanning from 2010 to 2020 (National Government) and 2013 to 2020 (County Government). The audits aimed to assess the representation of women in the National and County Government’s public service as stipulated by legislative and policy frameworks, including the National Policy on Gender and Development (NPGD) of 2000 and 2011, as well as Sessional Paper No. 02 of 2019. These documents emphasize gender equality and development, particularly in ensuring the implementation of the principle of two-thirds gender representation in employment and promotion within the public service.

The results of the gender audits indicated a decrease in the proportion of women employed in the public service from 2010 to 2020, accompanied by a notable increase in the proportion of men, thus widening the gender disparity during the period under review. According to a County gender audit trail covering the period 2014-2020, women are seen to dominate entry and middle management between 2014 and 2020 with the highest proportions being registered in 2016. The findings also showed a drastic reduction in the proportions of women in upper management groups Q-T, with men dominating decision- making positions the entire period under investigation (2014-2020). In 2014 and 2015, women comprised 30% and men take a huge chunk of 70%.

Against this backdrop primary data was gathered from selected ministries within the National Government and in two counties namely; Tharaka Nithi and Kisumu, to determine the status of women’s participation in leadership and management in the public service. The study focused on the representation of women within the entry level management positions to senior level management positions.

The study established that there is lack of awareness coupled with wrong interpretation of the NPGD. The 2/3 of either gender principle was often implemented as a quota, implying that women take up 1/3 of the available positions.

Key policy recommendations that emerge from the study are as follows:

1. The Public Service Commission (PSC) needs to establish clear milestones for the achievement of the two thirds gender principle to close the gender gap in the public service.
2. The implementation of the gender policy, as outlined in Sessional Paper No. 2 of 2019, needs to undergo thorough and systematic monitoring and evaluation by the National Gender Equality Commission, as mandated by the legislation establishing the commission.
3. The Public Service Commission needs to consider the influence of caregiving responsibilities on women’s progression to management and leadership positions within the Public Service.

Read complete National level Gender audit: GENDER AUDIT TRAIL REPORT WOMEN IN MANAGEMENT AND LEADERSHIP

Read Policy Brief on National Gender Audit: POLCY BRIEF ON PUBLIC SERVICE GENDER AUDIT